One of the lesson or habit we need to learn when we grow either in personal or professional life is listening to others and allowing others to take a decision on their own.
Since we have grown up in an environment where obeying to senior’s instruction as perceived as discipline, the same mentality we are bringing in when we become an adult. We expect ourselves to give a bunch of advice to others and expect them to own.
The real maturity of growth lies in when we move from managing to coaching. Everyone has to go through the path from managing to coaching.
For example, as a parent, we need to manage child as long as they are in childhood by giving advice on do’s and don’ts, getting into nitty gritty of all activities and decisions. That is fine as they are in childhood.When they become an adult, the best way to manage them is to give the perspectives of pro’s and con’s of any decision and let them own the decision and consequence.
Similarly, when you are managing the people at a functional level, it is ok by giving advice and owning the result. When you move up the ladder into senior level, it is expected to make the people own the decision and your role is just to guide with possible approaches and their likely consequences.
When we continue to manage, stress crops in a relationship, ownership missing on the results from others. Just be aware of your level and role as manager or coach.
Since we have grown up in an environment where obeying to senior’s instruction as perceived as discipline, the same mentality we are bringing in when we become an adult. We expect ourselves to give a bunch of advice to others and expect them to own.
The real maturity of growth lies in when we move from managing to coaching. Everyone has to go through the path from managing to coaching.
For example, as a parent, we need to manage child as long as they are in childhood by giving advice on do’s and don’ts, getting into nitty gritty of all activities and decisions. That is fine as they are in childhood.When they become an adult, the best way to manage them is to give the perspectives of pro’s and con’s of any decision and let them own the decision and consequence.
Similarly, when you are managing the people at a functional level, it is ok by giving advice and owning the result. When you move up the ladder into senior level, it is expected to make the people own the decision and your role is just to guide with possible approaches and their likely consequences.
When we continue to manage, stress crops in a relationship, ownership missing on the results from others. Just be aware of your level and role as manager or coach.
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